Ah, the joys of marketing.
There’s always more to do than the time it takes to accomplish it all. And other than finding the apps and resources that take at least some of the work off your plate (hello, CUcontent!) there comes a time when you want, or need, to hire people.
Make sure it’s the right people.
Given that you may be looking for someone to handle your social media, or you may want someone who can relate to the younger new members you’d like to bring into the cooperative, it may seem that the right people to hire are young. As in, fresh out of college young.
Or even fresh out of high school young.
After all, young people “get” social media. They’re in on today’s ever changing trends. What’s not to love?
If you’ve recently hired someone who’s new to the workforce, you probably know exactly what I’m about to say.
And I’m not saying that it’s bad. Because maybe what you need is exactly what they bring to the table. But just so you know what you’re getting into, here’s the good, the bad and the ugly of hiring very young employees.
The good:
- An understanding of technology. These individuals were born with a smartphone in one hand and a pacifier in the other. According to a study by Common Sense Media, 95% of U.S. teens own or have access to a smartphone, showcasing the pervasive use of technology among younger generations.
- Yup, social media. But without a solid understanding of marketing, and knowing that social media is overrated. And that piece is easy for anyone to learn, at any age.
The not so good:
- As a whole, this cohort’s work ethic is far from impressive.
- A sense of entitlement and expectation for praise and recognition that does not match their performance.
- High expectations as far as salary and time off. In a study conducted by Deloitte, 63% of Gen Z employees considered work-life balance essential when choosing a job.
The (Might Be) Ugly
- They don’t think like you. But why should they? They were raised in a different era and have different experiences than you and the veterans of your organization and industry. Like it or not, they are a key part of what will drive the future of those. Prepare to spend extra time mentoring and coaching, but be willing to encourage them to seek out new ways beyond “how it’s always been done.”
- This generation is one of the most psychologically impacted by the Covid pandemic. Their worldview and priorities might differ a bit, and let’s face it, we still haven’t truly been able to determine the entirety of the impact. Patience and adaptation may be key to managing this emerging group as they enter the workforce.
Again, I’m not saying don’t hire them. In fact, there is probably a tremendous opportunity in doing so! But you do need to know what you’re getting into, and be prepared to manage it.
What was YOUR experience in hiring young workers? Let us know by participating in this month’s survey at Instagram.com/cucontent.
